Words like “inclusion” and “psychological safety” might sound like something HR has come up with for us all to hold hands and sing camp school songs. But don't worry, this is far from the case.
Inclusion security is actually the first step on the road to psychological reassurance -- and it's something that can be felt on the bottom line.
Imagine a team where everyone dares to be themselves. Where wild ideas are shared without fear, where mistakes are seen as learning, and where diversity is actually a strength. Does that sound like a utopia? It doesn't have to be.
In this post, we dive into what inclusion security really is, why it's so damn important, and — most importantly — how you as a leader can create it in your team.
Are you ready to take the first step towards a stronger, more innovative and -- well, let's just say it -- happier team?
So buckle up, because we're going on a journey that could revolutionize the way you lead.
What is inclusion security?
Inclusion security is the first step in the psychological safety four steps.
Have you ever thought about how it feels to be 100% yourself on the job? That's exactly what inclusion security is all about. It's about creating a workplace where you and your colleagues can relax and be yourself—no matter who you are, where you come from or what you look like.
Think of it as a place where you don't have to store away parts of your personality. You can share your ideas without fear of being laughed at. You can ask “stupid” questions without feeling stupid, and you can disagree with the boss without being afraid of losing your job.
In a company with good inclusion security, it's okay to be different. In fact, it is seen as an advantage! Because when people feel confident enough to be themselves, they often come up with the best ideas
Breaking psychological security down into four steps is something that Dr Timothy R Clarke introduced for the first time in his groundbreaking book The Four Stages of Psychological Safety. Here, inclusion security provides the backbone to be mastered before focusing on the other three phases:
- Learning Security
- Contribution security
- Challenge safety
This is why inclusion security is so important
Why should I care about inclusion security, you might be thinking. Isn't this just another fancy buzzword about soft values, which lack substance and meaning?
The answer is unequivocal: No!
Inclusion safety isn't just some inconsequential feel-good initiative — it's actually really important, and it can ultimately help improve your bottom line.
First of all, you will have happier employees. When your employees feel confident enough to be themselves, job satisfaction increases — and happy employees are more productive employees. They take fewer sick days, are more engaged and deliver better results.
Win-win, right?
In addition, you get top-notch innovation. When your team isn't afraid to share “crazy” ideas, you'll have access to a goldmine of creativity. Think of it like this: Every employee has lots of attitudes and ideas, but before you can capitalize on them, it requires them to dare to open their mouths.
Productivity is also rising. When your employees aren't wasting energy on “fitting in,” they can focus 100% on work. Imagine how much more you can achieve when everyone can concentrate fully on the tasks.
Communication is also getting sharper. In an environment of high inclusion security, people dare to point out potential problems early on. This means fewer surprises and bumps in the road in your projects.
And then there's retention. You probably know how expensive it is to replace an employee. It can end up costing a lot of money when you need to spend time and resources on finding new talent and getting these on board in your business processes.
But when people feel valued and included, they stay longer. It'll save you a pile of money and headaches.
So the next time someone says that inclusion security is just a buzzword, you can tell them that it's actually a super smart business strategy. It's about creating an environment where your employees can shine — and that reflects directly on the bottom line.
Get inspired: How Novozymes' 6,500 employees learn about psychological safety through a tailor-made online course
How to Create a Workplace with a High Level of Inclusion Security
Now that you know how important inclusion security is, you're probably ready to roll up your sleeves and get started.
However, creating a workplace where everyone feels safe, valued and heard is not something that happens overnight. It requires dedication, patience and a good amount of self-reflection.
But while it may be a longer process, don't shake your pants for that reason. It's not rocket science -- it just takes bone fat and hard work.
It's basically about creating an environment where your employees can be themselves and do their best. Think of it like building a house: You start with a solid foundation and then gradually build up from there.
Let's be honest -- there will be bumps in the road. You might want to step wrong every once in a while, and that's okay. The important thing is that you learn from your mistakes and keep striving for improvement. At the same time, it is important to remember that you are not alone in this process. Your employees are your allies, and the more you involve them, the stronger your security of inclusion becomes.
So, are you ready to take hold?
Here are some concrete steps you can follow to boost inclusion security in your team. And now remember that Rome wasn't built in one day, so take one step at a time. The most important thing is that you get going and keep the momentum.
- Start with yourself: Be honest -- do you have any prejudices or “blind spots”? We all have someone. Recognize them and work to overcome them.
- Actively listen: Keep your mouth and tip your ears. Give your employees space to speak out, especially those who are normally quiet. You will be surprised at what you can learn.
- Shelf diversity: Make it clear that different backgrounds and views are a strength, not a weakness. Highlight how diversity has contributed to your successes and actively use team diversity when collaborating on decisions.
- Introduce “no stupid ideas” meetings: Create spaces where people can brainstorm freely without fear of criticism. You never know when the next brilliant idea will pop up.
- Address problems right away: Do you see discrimination or bullying? Crack down on it instantly. It sends a clear signal that it will not be tolerated.
- Educate your team: Arrange workshops on unconscious bias and inclusion. Make it interactive and fun -- no one bothers wiping PowerPoints.
- Make clear rules of the game: Establish clear guidelines for inclusive behavior and remember to enforce them. Regulations are only effective if they are consistently enforced.
- Leave room for feedback: Create anonymous channels where people can share concerns without fear of reprisal. And most importantly, follow up on the feedback!
HOW TO STRENGTHEN IN THE FEEDBACK CULTURE IN JUST 3 X 90 MINUTES - Mix up your team: Make sure project groups are diverse. It produces better results and helps people get to know each other across “groupings”.
- Be open about your own mistakes: Admit when you step next door. It shows that it's okay to fail and learn.
As I said, creating security of inclusion is not something that just happens overnight. It's also not actions that you can just do once or twice -- it's an ongoing process that requires constant attention and adjustment.
But hey, no one said to managements was easy, right?
On the other hand, the reward in the form of a stronger, more innovative and happier team is priceless.
